Nova Scotia Community College
PA-7: Support for Underrepresented Groups

Nova Scotia Community College (the “College”) is a post-secondary institution dedicated to teaching and learning. All those who study, work, or teach at the College must be concerned with maintaining the freedoms essential to achieving these purposes.

It is the responsibility of the College to inform and educate members of the College community about discrimination, harassment, bullying and any behaviours that have a negative effect on the working and learning environment. It is also the College’s responsibility to ensure that our values and policies are reflected in curriculum, teaching and promotional materials.

Each person in the College community has a responsibility to foster a climate of understanding and mutual respect for the dignity and rights of each individual in all areas of our working and learning environment. This includes providing fair treatment, being inclusive and not discriminating based on any of the protected grounds or protected characteristics set out in the Nova Scotia Human Rights Act, RSNS 1989,c 214.

It is also the personal responsibility of every member of the College community to be familiar with the Respectful Workplace and Learning Environment Policy (“Policy”), all other policies and procedures on discrimination, harassment and bullying and to comply with the provisions of this Policy. This includes adhering to confidentiality obligations and to participating in any Procedures taken under this Policy.

https://www.nscc.ca/docs/about-nscc/policies-procedures/nscc_respectful_workplace_learning_environment_policy.pdf

The College is committed to fostering and promoting a respectful workplace and learning environment as expressed in the Respectful Workplace and Learning Environment (Discrimination & Harassment) Policy (the “Policy”). The College will use reasonable efforts to resolve complaints or violations of the Policy of which it is aware and to restore the working or learning environment. These General Procedures apply to all Complaints.

NSCC will take reasonable precautions to maintain confidentiality, to the greatest extent possible, in the reporting of alleged breaches of this Policy. All persons involved in procedures under the RWLE Policy, including parties, College representatives, witnesses, observers, representatives and agents, will be required to maintain confidentiality. In some cases, NSCC cannot guarantee complete confidentiality, for example:
i. where confidentiality would prevent the effective investigation, processing, resolution or referral of complaints or the imposition of corrective action;
ii. in cases involving imminent danger and/or suspected abuse; or
iii. where otherwise required by law or any other College policy.

Confidentiality notwithstanding, the College recognizes that employees and students may seek support during the process through various counselling and support contacts such as Employee & Family Assistance (EFAP), Student Services Counselling, or their union representatives. Anyone doing so should endeavor to refrain from disclosure of information related to the complaint as much as possible.
Any breach of the confidentiality provisions of the Policy shall be treated seriously and action may be taken in accordance with the relevant provisions of NSCC policies or applicable collective agreements.

EFAP, an employmemt benefit to all employees, is a voluntary, confidential, short-term counselling and advisory service that connects empoloyees and their immediate family members to a network of professionals available to provide assistance 24 hours a day. This includes experienced counsellors, psychologists, social workers and other specialists.

In addition to the support offered directly on-campuses, the College subscribes to HealthyMindsNS​ which offers students four online mental health services. These include TAO Self-Help, Crisis Text Line (Canadian text-based
volunteer-support service), Kognito and Good2Talk. Good2Talk is a confidential post-secondary student helpline that provides professional counselling, information and referrals for mental
health, addictions and well-being to students in Nova Scotia.

Retaliation against any individual participating in a complaint or investigation process, whether or not the complaint is substantiated, shall be considered to be a serious violation of this Policy and action, including disciplinary action or measures under other NSCC policies may be taken by the College.

In some circumstances, taking into consideration the nature of the complaint, the operation of the business, and the parties involved, it may be appropriate to impose temporary measures pending completion of the formal process or resolution of the complaint. The College may impose temporary measures, including, but not limited to:
i. Separation of the parties;
ii. Alternate work/study/evaluation arrangements;
iii. Non-disciplinary administrative leave or non-disciplinary student leave.

Specific Procedures governing Informal and Formal Proceedings are set out in the PDF attached.

Supports for victims/survivors of sexual violence in addition to the Sexual Violence Policy include NSCC Counsellors, Student Support Line (Good2Talk), SANE, 811 Nova Scotia, 211 Nova Scotia, and Break the Silence Nova Scotia.

NSCC’s Employment Equity Policy states its commitment to equitable recruitment and selection processes. Nova Scotia Community College (NSCC) is committed to principles of diversity and inclusion because it enriches the College and nurtures a culture of excellence. A diverse College community inspires innovation and excellence in teaching, and learning, engagement and performance.

NSCC’s three collective agreements have provisions that allow for the designation of positions as being available to applicants who self-identify as being from designated underrepresented groups ...
'The College shall cultivate diversity by implementing proactive initiatives in order to increase the representation of designated group members at the College. The College may designate up to ten (10) competitions per academic year for positions in the (Faculty) bargaining unit for members of diverse groups (African-Nova Scotians, aboriginal peoples, other racially visible persons, persons with disabilities, and women in teaching assignments in which women have been traditionally under-represented at the College.'

'The College may designate up to two (2) competitions per academic year for positions in the (Professional Support) bargaining unit for members of diverse groups (African-Nova Scotians, aboriginal peoples, other racially visible persons, persons with disabilities, and women in assignments in which women have been traditionally under-represented at the College.'

'... during each fiscal year (April 1 - March 31) the College may designate up to seven (7) competitions for vacant positions in the (Operational Support) bargaining unit for members of diverse groups (African-Canadians, aboriginal peoples, other racially visible persons, persons with disabilities, and women).'

The College has a comprehensive Employment Equity Plan in place and is a participant in the Federal Contractors Program which holds the College to a high standard of progress in terms of equitable representation in its workforce.

NSCC’s School of Access is a champion for Educational Equity and creates pathways that builds capacity within industries and communities. The School helps to lead the work for creating a new way forward for Nova Scotians to access programming that is flexible, relevant and inclusive to improve educational attainment and labour market attachment for all members of our diverse communities.

The School of Access is home to over 2,000 learners and a variety of programing. Those specifically targeting the recruitment and education of learners from underrepresented groups include:
Adult Leaning Program (Adult High School Diploma for Adults (19 years of age or older and out of High School for 1 or more years) who did not complete High School),
Achieve (Transition program for young adults with cognitive disabilities), Limitless (formally incarcerated individuals),
African Transition Program (African Nova Scotian learners).

The School of Access also includes the Irving Shipbuilding Centre of Excellence which provides training and bursaries for Indigenous and Black students, and women in non-traditional occupations entering the shipbuilding professions.

Women Unlimited programming assists women with barriers to employment by exploring, preparing, obtaining and maintaining employment in the trades and technology fields.

Advising for Indigenous Students - NSCC Indigenous Supports advisors are a resource for students of First Nation, Metis and Inuit descent. Advisors work with the campus community to offer prospective and current students culturally specific supports, as well as host Indigenous Student gatherings, cultural events, and other culturally relevant activities.
Advisors introduce indigenous learners to resources on campus and in the community, offer help with the College application process, support career planning and learning choices, assist with tutor-matching, provide information and guidance on applying for bursaries and scholarships, connect with funding agencies, identify possible funding sources (including emergency supports) provide connections with other Indigenous learners and promote events and experiences that honour and celebrate Indigenous heritage.

Advising for African Canadian Students - NSCC African Canadian Supports advisors work with the campus community to offer prospective and current students culturally specific supports, as well as host African Canadian student gatherings, cultural events, and other culturally relevant activities. The African Canadian Supports Advisors provide similar supports as the Indigenous Supports Advisors except specifically serving African Canadian students through an Afrocentric philosophy and promoting events and experiences that honour and celebrate African heritage.

Supports for Student with Disabilities - Learning Strategists support students with a learning, physical, mental, sensory or chronic disability, with customized accommodation planning and other supports.
Learning Strategists:
- Find ways to address barriers
- Request academic accommodations
- Use assistive technology to read textbooks, write papers and study
- Access tutoring or note-taking
- Obtain electronic textbooks
- Apply for funding for disability-related equipment or services
- Arrange physical access to NSCC buildings, classrooms, learning spaces and equipment
- Explore additional resources on campus and in the community
- Support students to self-advocate

Women Unlimited programming assists women with barriers to employment by exploring, preparing, obtaining and maintaining employment in the trades and technology fields.

Counselling and 24 hour support is available to all employees including those from underrepresented groups through the College’s Employee and Family Assistance Program.

NSCC has established a new 2SLGBTQ+ Employee Network which provides an avenue for peer support for employees who self-identify as community members. The Network is also intended to serve other functions.

The Office of Diversity and Inclusion leads and supports various educational and awareness activities that highlight the value and importance of diversity, equity, inclusion, and the promotion of a respectful working and learning environment throughout the College. The development of recent complementary roles and initiatives include: establishing a Senior Advisor, Educational Equity within Academic; hiring a Senior Advisor, Mi’kmaq and Indigenous Initiatives; and offering equity-related training sessions for managers through a partnership between the Office of Diversity and Inclusion and Human Resources.

The role of the Senior Advisor, Educational Equity is, primarily, to guide and inform the Vice-President Academic on matters pertaining to educational equity and to steward the new Educational Equity policy, the first of its kind in Atlantic Canada and one of only a few in Canada.

The Senior Advisor, Mi'kmaq and Indigenous Initiatives is accountable for the development, coordination, monitoring, and evaluation of NSCC's Mi'kmaq and Indigenous Strategy. The position supports Mi'kmaq First Nation members and other Indigenous employees & learners, works to foster partnerships with Indigenous communities and advances Mi’kmaq and Indigenous education and reconciliation initiatives.

Services available through the Office of Diversity and Inclusion include offering advice, education, promotion of activities, events and observances and professional services related to accessibility, diversity, equity, inclusion and conflict resolution. The office works collaboratively with Human Resources to promote Employment Equity as we strive to eliminate inequities experienced by equity-seeking groups in relation to employment at the College. There is a renewed commitment at NSCC to enhance hiring processes, interview practices, and modify community engagement approaches for developing talent pools for all areas of the College. Several enhancements to recruitment and selection processes have been implemented. Further, Human Resources and the Office of Diversity and inclusion offer training sessions to all hiring managers on Employment Equity, as well as Unconscious Bias and Cultural Competence in hiring.

https://www.nscc.ca/docs/about-nscc/policies-procedures/nscc-respectful-workplace-learning-environment-procedures.pdf

https://www.nscc.ca/docs/about-nscc/policies-procedures/employment-equity-policy.pdf